Thursday, August 25, 2016

Embrace Millennials as the Opportunity They Are

Today's guest post comes from Dan Negroni, author of the new book, Chasing Relevance. Check out my Monday blog for my great review.

Embrace Millennials as the Opportunity they are

            A massive shift is taking place in the workplace and marketplace. Millennials—currently representing 36% of the workforce—will be 75% of your employees and customers by 2025. This change is creating a huge gap. Boomers and Gen Xers grew up with structure. Millennials have grown up with flexibility and the freedom to say what they want, when they want, simply by sending a tweet or a snap. They want feedback 24/7. They collaborate and create influence through network and community. They work way differently than previous generations. This difference is causing what you might label a “problem” in the workplace. There is a clear disconnect between expectations and work style.

            But what if you challenged yourself to view this generational gap not as a problem to be solved, but as an opportunity to be embraced? Millennials control $660 billion in spending and will soon be leading the workplace, if they’re not already. Be the solution and embrace this generational “shift,” you can “shift” your perspective on this gap and win the millennial race! Millennials hold a tremendous opportunity for your workplace to excel in the future. Here are 3 millennial “problems” that are actually opportunities to be embraced.
1.)They constantly seek feedback.

            Millennials grew up in an era of instant gratification, so they expect feedback all the time. While this classic millennial trait may seem annoying or ridiculous, it offers you an incredible opportunity to actually communicate and connect. The” problem” isn’t just that they want feedback, they are scared to ask for it and don’t know what to do with it or how to react..

Use this opportunity to be a mentor and guide for your millennials. Be real, be honest, be a teacher.  Show appreciation when they do a good job, and let them know when they make mistakes and how they can improve. Ask them questions on a regular, weekly basis so you can create a two-way relationship. If they see you, their boss, asking questions, being vulnerable and caring, they will mimic your behavior and develop confidence. Use feedback the way it is intended, as a give and take. . 

2.) They want flexible or their “perfect” schedule
            It may seem like a pain to offer a flexible schedule to your millennial employees. You may think, “Why can’t they just work 8 hours straight like I did and not complain about it?” Well, technology has changed the world and millennials can get work done remotely as well as in an office. Millennials tend to seek a perfect work/life balance. By allowing a flexible schedule, you provide your millennials the opportunity to fulfill other activities that make them happy and keep them fulfilled and engaged.

            If your millennials are engaged in the other areas of their life, they will be more inspired to do more great work for your company. By caring about their needs, they are happier, therefore so are your customers and you also create more success of your company.

3.) They have wild ambitions and ideas
            “They all want to create the next Facebook.” The initial reaction to millennials’ wild ambitions may be that they’re entitled and expect success overnight. But what if you could focus their ambitions within your own company? As a manager, you can motivate your millennials to learn and grow within your company. You can provide opportunities for them to excel, create and innovate…a win-win that would benefit your company. Don’t suppress your millennial worker’s ambitions, but guide them so they can flourish and excel both personally and professionally.

            Where one sees trash, another sees treasure. The millennial shift is happening…its inevitable. However, it’s up to YOU how you view it…as an opportunity to be embraced!

Need help understanding, engaging, and retaining your millennial workforce?  Dan Negroni, Author, Speaker, Attorney, Kick butt business consultant, coach, and proud Dad of a few Millennials delivers actionable solutions.  Different from all other millennial experts, Dan's empowering business approach at Launchbox, creates quick value and seamless connections with millennials and management each on their own terms.   Using unique content and delivery methods that audiences respond to immediately he leverages results from the inside out.   Allow millennials to be your secret weapon and maximize your commitment to them to innovate, create a culture of engagement and grow your businesses today.    To start click here to grab your copy of Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace or call them at 858.314.9687 for a free Coaching Assessment

Monday, August 22, 2016

Chasing Relevance

So this may be one of the most important business books of the year - Chasing
Relevance: 6 Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace
, by Dan Negroni.

Today we live in a world of multi-generational workforces. As Dan says, by 2025 the number of millennials in the workforce will grow to 75%. That's a BIG number and leadership must begin learning from and teaching them now.

Two things struck a cord with me outright. First is his profile of a millennial:
  • Days filled with scheduled activities.
  • Trophies for everyone on the team.
  • Families of all different shapes and sizes.
  • Socially connected every minute to everyone.
  • Information at their fingertips.
  • Multitasking is the norm.
  • Center of attention.
  • Family technologists.
As soon as I read this, the wheels immediately began turning. This is a great starting point for understanding how millennials fit into our society and office staff.

The second thing that hit me outright is the B.R.I.D.G.E model. Using this model will "build genuine and caring relationships that increase engagement, productivity, innovation, results, and profits". To bridge the gap, the B.R.I.D.G.E model consists of:
  • Bust Myths - to break through assumptions.
  • Real Deal - to create authentic relationships.
  • I Own It - to become personally responsible for results.
  • Deliver Value - by understanding and mentoring.
  • Goals in Mind - with shared vision.
  • Empower Success - with feedback and recognition.
If you're a new supervisor . . . or even a baby-boomer supervisor, you're going to want to read this book and implement the ideology. There's a big difference between the 55+ era and the millennial era. Now is the time to take hold of the reigns.